What's Power Got to Do With It?

|Photo by Great Beyond|http://www.flickr.com/photos/tonyjcase/2759363747/|

A few years ago, I researched and wrote a masters’ thesis on addressing power dynamics in collaborative process design and facilitation.? I was doing the study based on great questions raised over the years by Cyndi Suarez (Co-Director of Northeast Action) – and with the belief that if power dynamics are not well understood and addressed, group process facilitators are likely to unknowingly reinforce the status quo – a scary thought for those of us working on social justice and social change!

It was an amazing, exciting and fully engaging project – which involved doing significant research on power, as well as in-depth interviews with all the Senior Associates at the Interaction Institute for Social Change to try to find out answers to questions like:

What kind of power dynamics we see most frequently in groups we work with

How IISC trainers/facilitators “diagnose” power dynamics in a group

What responsibility we feel to address power dynamics – and which kinds

How we address power dynamics

What tools are most helpful in addressing power dynamics

What individuals bring to this work

What backgrounds/experiences support our ability to address power issues in a room

Our greatest challenges related to addressing power dynamics

How much we should make explicit about power

What we wish we knew more about

One thing that woke me up at two in the morning – one of those notorious “aha” moments – was that when doing an extensive literature review of group facilitation literature and conflict resolution literature at that time (2005), I found that conflict resolution/engagement literature is packed full of discussions about addressing power dynamics – while group facilitation literature rarely (if ever) talks about power.? I only found a very small handful of references to power (as in two or three) anywhere in the very extensive group facilitation literature – and only in reference to people with positional power.? There is, in fact, an assumption built into group facilitation methodology that collaboration on its own somehow balances power dynamics.

I’m hoping to write over the next few weeks (or longer – we’ll see how long it takes) about what I found and some questions or ideas that came from it.? But before I launch full steam into it, I wondered what you might find helpful to discuss.? What about how power dynamics show up in how a group process is designed or facilitated would you find most useful to discuss?? Let’s get to it!

You might also like...

A few years ago, I researched and wrote a masters’ thesis on addressing power dynamics in collaborative process design and facilitation.? I was doing the study based on great questions raised over the years by Cyndi...

“Power without love is reckless and abusive, and love without power is sentimental and anemic. Power at its best is love implementing the demands of justice, and justice at its best is power correcting everything that...

Building on the theme of our recent blog post, Power Dynamics: The Hidden Element to Effective Meetings, we are reposting a series of posts written by our former IISC colleague Linda Guinee. Linda wrote a masters’ thesis...

Part 2 of Three Lenses for Collaboration Last week I started writing about the Interaction Institute for Social Change and our three lenses of collaboration. We are talking about the sort of collaboration that is needed...

Great, Linda! Looking forward to the discussion and future posts. One question I have, and have been asked, is “To what end?” When we choose to observe and work with power dynamics, why are we doing so? What do we hope to gain? What evidence suggests that we get it? The answer(s) may be obvious, but on the other hand, maybe not.

I too want your Master’s Thesis. I’m actually impressed you know where to find it :).

I agree that the issues of power, real and perceived, are often overlooked in facilitation and collaboration planning and design discussions. Clearly, this impacts effectiveness in the short and long term. I also find acknowledgement of the role of influence on power is also glossed over.

This is gonna be good! I would add to the mix:
when to point out to people the power they carry and the effects on the group and the process. I’m finding that many informal leaders don’t realize how powerful they are.
Would love to hear how facilitators figure out quickly who’s “running the show” in a group.

I love that you are doing this. I recently attended an Authentic Leadership workshop in which the issue of power was, sadly, not addressed.

I especially like to focus on what is being activated unconsciously by our facilitation. I have a background in Shadow Work coaching and facilitation which looks at hidden dynamics and how to balance them out. This perspective has me asking, what definition are you using for “power?” It can show up as an inflated or deflated shadow in several archetypal patterns. Looking forward to your work. PS would also love to read your thesis :–)

Thanks Eugenia and Susan! Eugenia, great questions – look forward to deepening these conversations over the next weeks/months! And these are exactly the kinds of questions to explore! Looking forward to doing this with you!

And Susan, I don’t know much (anything) about shadow work – but much of the work on power is about things that are often hidden (to those who have the power) but not so much (to those affected by it). Hope you’ll pitch in and add some of what you’ve been doing with the shadow work and help deepen the conversation!

Power, still thinking about it. I has the privilege of listening in on a focus group of emerging leaders of color who are part of a leadership development program. As they are reflecting mid way, I am struck by the comments they are all making about finding their own power through peer support and clarified intention. My take away, on a late Friday afternoon, is that power is a tricky and elusive thing. You know when you have it and you know when you don’t, but once you find it..doors and opportunities open.

So as we think about ourselves as tools of change, how do we adapt and create spaces for all to find their power and work collectively?